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Accomodating employees with

In fact, some employers might not know how to properly accommodate a disabled employee; this can be detrimental to all parties involved.

As an accommodations specialist at Assurant Employee Benefits, a small to midsize business employee benefits expert, I've created some tips for working with employees who have disabling illnesses or injuries.In Cloe, the plaintiff was an Unsafe Building/Nuisance Abatement Project Manager for the City, whose duties included arranging sweeps of abandoned and unsafe properties.The job involved about 70% field work and 30% office work. After taking some time off, she returned to work with restrictions that only allowed her to work 3 to 4 days a week of desk duty.With an estimated 400,000 people diagnosed with multiple sclerosis ("MS") in the United States, it is not surprising that legal issues have flared up in the workplace. City of Indianapolis, decided on April 9, 2013, the Court reviewed the employee's claims that the City discriminated against her based on her disability, failed to reasonably accommodate her disability and retaliated against her for requesting accommodations.The Seventh Circuit Court of Appeals in Chicago has recently decided two cases involving employees with MS, which provide employers with some guidance regarding the employer's duties under the Americans with Disabilities Act ("ADA") to accommodate employees with MS. While ultimately affirming summary judgment in favor of the employer on the failure to accommodate claims, the Court's analysis is instructive for employers facing similar challenges. Professional Transportation, Inc., issued on May 8, 2013, the Court made clear that an employer can only be liable for a failure to accommodate if the employee is a "qualified individual" under the ADA.These tips focus on how to work with a person who wants to come back to work.

These tips will help you accommodate disabled employees and welcome them back to work.

However, a study conducted by the Job Accommodation Network (JAN), a service of the U. Department of Labor’s Office of Disability Employment Policy (ODEP), shows that workplace accommodations not only are low cost, but also positively impact the workplace in many ways. JAN, in partnership with the University of Iowa’s Law, Health Policy, and Disability Center (LHPDC), interviewed 1,182 employers between January 2004 and December 2006.

In addition, JAN, in partnership with the West Virginia University School of Social Work (formerly School of Applied Social Sciences), interviewed 1,157 employers between June 28, 2008, and July 31, 2016.

The study results consistently showed that the benefits employers receive from making workplace accommodations far outweigh the low cost.